Recruitment runs on volume and speed. We automate the candidate communications, CV screening workflows, and client update sequences that take up your consultants' time — so they can spend it placing people, not managing inboxes.
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Interested in automation for Recruitment Agencies?
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Recruitment is a volume business where speed matters enormously. A candidate who does not hear back within 24 hours applies elsewhere. A client who is not updated regularly starts wondering whether the brief has been forgotten. A consultant who spends half the day on admin rather than sourcing has less time to fill jobs.
The frustrating part is that most of the communication burden follows predictable patterns. Acknowledgement emails. Application status updates. Interview confirmation and reminders. Post-interview feedback requests. Client progress calls at the same stage of every role. These are not difficult tasks. They are just numerous.
We build automation that handles the routine communication cycle so your consultants can focus on the work that requires actual human judgment: sourcing, qualifying, and placing candidates.
What we automate for recruitment agencies
Candidate-side
- Immediate acknowledgement emails when applications arrive, so every candidate knows their application has been received
- Application status updates triggered automatically as a candidate moves through stages in your ATS or CRM
- Interview confirmation and reminder messages sent on schedule, with all the details the candidate needs
- Post-interview feedback request sequences, sent automatically after each stage
- Long-list and pipeline updates to keep candidates warm during longer searches
Client-side
- Progress updates sent to clients on a defined schedule for each live role, without consultants drafting them individually
- CV submission notifications with automated formatting or summaries
- Interview scheduling workflows that reduce the back-and-forth with client diaries
- Reminders when a client has not provided feedback after an agreed timeframe
Internal workflow
- Alerts when a candidate has not been contacted within a set period
- Handover notifications when a role or candidate moves between consultants or teams
- Reporting assembled automatically from your ATS data — open roles, activity metrics, conversion rates
AI-assisted CV screening
For agencies handling high-volume roles, AI can assist at the screening stage: filtering applications against a defined role criteria, flagging the strongest matches, and surfacing candidates who might otherwise sit in an unread pile.
This does not replace consultant judgment on final shortlist decisions. It reduces the time spent reading 200 applications to identify 20 worth calling. The consultant reviews the output and makes the call. The AI handles the volume.
Where candidate data sensitivity is a concern, this can be run on on-premises hardware rather than through an external API.
What changes in practice
Consultants who have automated their routine communication typically notice the same thing: they get more done in the same hours, and the quality of their client and candidate relationships improves because they have more time for the conversations that matter.
The admin did not go away. It just stopped requiring their attention.
A half-hour conversation is enough to map out which parts of your current process would benefit most from automation and what a sensible starting point looks like.